Leadership Development is focused on training, equipping and empowering emerging and transformational leaders in all spheres of influence. Disaster Preparation Seminars – Somebody Cares America offers Disaster Preparation and Response training to church and non-profit leaders and staff.
The Somebody Cares Model – Teaching key community leaders how they can impact and transform their communities through the ‘Somebody Cares’ model that was birthed on the streets of Houston over 30 years ago through our founder Doug Stringer.
GenEdge Leadership – Calling forth and empowering the Emerging Generation and NextGen Leadership through seminars, networking meetings, and small-group mentoring. Get Involved: To find out more about upcoming training events in your area, check our calendar of events! At Management Systems, we define effectiveness in the management (or leadership role) as the ability to successfully influence people on your team to achieve results in the most effective and efficient manner. Role Concept – how the individual thinks about and approaches his or her role; and how the individual allocates and invests his or her time. The Inner Game of Management – the individual’s “mindset” which, in turn, involves, effectively managing one’s need for control, source of self-esteem, and need to be liked.
We have also developed a framework – the Pyramid of Management and Leadership Development – that identifies the key skills required at each level of management and leadership – from First Line Supervisor to CEO.
Leadership strategies deserve as much attention as business strategies, but they do not often get it.
We help organizations design and support strategies to develop leaders—from top teams to high potentials. The template below was created by Harshman & Associates as a guide to the design and implementation of leadership programs.
Our approach to Leadership Development is based on research and the study a number of highly effective leadership development programs. We are not the strategy for or solution to leadership development challenges, we are a partner in helping the organization create the right strategy or solution. Our role is to help the leadership of an organization create a Leadership Development strategy that fits the mission-vision-values, strategy, and culture of the organization. We are a partner, resource, and advisor to the organization in the creation, implementation, and evaluation of the Leadership Development strategy and program.

To be effective, Leadership Development is a way of life in the organization not just a one-shot program or something to do when financial times are good. To have a significant, long-term impact on the organization, Leadership Development must be integrated with and connected to other major organizational activities and functions including business strategy and execution, performance evaluation, coaching and mentoring, and succession planning. As part of our leadership development, my Vistage groups frequently select a book to read as a group. This book has garnered both praise and criticism and certainly puts to rest the question of whether a book can spark a debate.
Having begun my career in the 1970’s, for me the book initially was a reminder that the more things change, the more they stay the same. While certainly gender neutrality has occurred in many jobs, the executive suite is one where the numbers say otherwise. That said, I wonder, is the question really about gender neutrality or is it about the challenges that women and men face as they navigate the path to career advancement? Elisa is a Vistage Master Chair & leadership coach, who inspires entrepreneurs and executives, like you, to action that achieves results in business and in life. About VistageVistage International is the world’s leading peer advisory membership organization, serving more than 18,000 CEOs and senior executives in 15 countries. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
This presentation explains the difference between leadership development and management development with strong evidence why it matters and how this can drive business performance. We live in a world of uncertainties, surrounded by a continual flow of personal and corporate challenges.
That is why at Somebody Cares we focus specifically on Leadership Development to encourage leaders and give them practical tools with which to keep running the race and continue impacting their communities, churches, and places of business. We format our trainings according to the needs, the size of the group and the types of leaders present.
These Annual Surveys help our Management Team develop specific objectives and goals to address opportunities for improvement, and support our overall commitment to Continuous improvement. Leadership sets direction, impacts culture, defines the norms, controls resources, delivers communication, and designs and distributes rewards. In great companies, a significant amount (~20%) of top leaders' time may be devoted to leadership development activities.

Leadership effectiveness is a product of both how one leads and the impacts or outcomes of the group or organization being led. Abilities that are not translated into competencies result in behavior that is the same as not having ability. It does mean, however, that if a certain leadership behavior depends on certain ability and that behavior is critical to effectiveness that I, as leader, have to find options. Recently, my Vistage Inside group chose the book, Lean In: Women, Work, and the Will to Lead, by Sheryl Sandburg. Vistage members participate in Chair-led advisory board peer groups, receive one-to-one coaching, learn from expert speakers, and interact among a global network of CEOs. We administer these surveys annually, so that progress can be measured on a year over year basis— Kevin G. The guiding principle for creating a leadership development strategy is: the more elements you incorporate and the more each element represents best practices, the more successful your efforts will be. Our fundamental premise with regard to the template is: The more of the elements of the template you include in your strategy for leadership development and the extent to which these elements represent (a) direct and important relevance to your business or organization, (b) best practices in the particular area, and (c) connection to each other, the more likely you are to have a significant and positive impact on leadership development and on effectiveness of the organization. And, is she placing too much of the onus on women who are already struggling to fulfill impossible demands, and too little on government and employers to provide better child care, more flexible jobs and other concrete gains?
We need men and women who will stay the course , who keep sight of the promises of God, who stand firm without wavering and without compromise. In that time, if you pay attention and learn, you get closer and closer to the strategy for effectiveness. In light of all this, as leaders, we must be prepared so that we can turn these situations into an occasion of our testimony (Luke 21:13)! If I lack a certain fundamental ability, there are certain things that I will not be able to do, no matter how much training and education I have or how hard I try.